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[Merged] Ask Me About Working For Canada Post

Sr. Member
Apr 7, 2013
797 posts
435 upvotes
LONDON
kehfun wrote:
Jan 11th, 2019 7:40 pm
Weekends not enough for recovery anymore Face With Tears Of Joy. Usually play hockey on the weekends. Don't know how to recover any quicker anymore. Need unlimited massage benefits.....
If it's that bad u need to look for a CMB route.
Jr. Member
Feb 4, 2016
108 posts
34 upvotes
Vancouver, BC
stalbert1 wrote:
Jan 12th, 2019 12:31 am
If it's that bad u need to look for a CMB route.
Don't know. To me I think I own a pretty cushy apartment walk. It just has the most walkarounds in the depot Face With Tears Of Joy. No rushing or anything and I'll be done relatively early. Just carrying them flyers suck. Think I have like 1800POC
Newbie
Oct 26, 2018
25 posts
14 upvotes
Damn thats not bad at all. I didnt know about the employee discounts until I overheard some coworkers talking about it recently. Im paying $49 a month for 5 gbs of data with Fido. I thought I was getting a deal, mind you this was just as I was being hired by the company, Im going to see if they can reconfigure my plan. Does these discounts apply to part-timers?
Newbie
Oct 26, 2018
25 posts
14 upvotes
mikebc wrote:
Jan 9th, 2019 11:28 am
I'm not trying to escalate a crab bucket mentality, but some employees really do take advantage of "health and safety" related hazards. Other jobs don't get the option to take half days, we shouldn't abuse it.
Having worked some other union jobs, I am surprised at the amount of 'thats health and safety issue-throw-my-hands-up and walk away' that happens at CP. Daily morning meetings with LJOSH (or whatever the acronym is) about 'ok guys its cold out there, no running near the pool, etc..' I appreciate the safety net, and its great to know that someone has got your back but at what point does the whole H&S apparatus become cumbersome and unwieldy and over involved and you bet people are going to take advantage. "I cant see over my end of aisle cart, Im putting in a work refusal" Ive been working inside for the past month or so, and its mostly the inside workers I hear complaining. The first wave LC route owners are grinders and I never hear them grieve.

Just something that Ive noticed coming from other jobs where nit picking for health and safety issues as opposed to knuckling down and gettin 'er done would probably get you canned or benched.
Member
May 22, 2015
386 posts
483 upvotes
Vancouver
We have an older, smaller fellow.. probably early 60's.. who covers our evening RPO run position. Since that's a 5 hour PT position he has a standing agreement to come in 3 hours early and run sections or parcels as his extension. It works for him because he has 3 hours to do a section, and he needs that extra hour. The amount of young(er), physically able people I see nudge a "heavy" parcel and walk away saying "Oh I'll just get Jamie to do it" blows my mind. They're fully capable of doing it themselves but instead they'll push it off to someone else who is less physically capable than themselves. H&S is only used to pass the buck, who cares if it means someone else has to do it.

The same goes for when a large section of door-to-door is frozen over and hasn't gone out in a week. The route owner refuses to do it so they just throw it on a term to get it done. The term thinks they're getting a good deal because they were given 4 hours to do 150 calls.. wow sweet! Then they slip on the first call. That's not what H&S standards are for.
Member
User avatar
Sep 19, 2004
399 posts
52 upvotes
hi all, I'm a new hired fulltime LC and I have a quick question, are the group 1 positions in the plant?

I am on relief, my supervisor told me to try to bid a walk but definitely don't expect getting it in your first 1 or 2 years. I feel stressful working unfamiliar routes constantly. So if positions in group 1 are in the plant, do you guys think it's a good idea to transfer to group 1? what do they do there? btw I work in Toronto.

thanks in advance.
Member
May 22, 2015
386 posts
483 upvotes
Vancouver
If you know a route and you don't mind it then bid. Don't bid on any route just to be a route owner. Supervisors tell you to do this to fill holes in their wave, but it's not in your best interest in your first few years. And heeeeere's why...

As an RLC you get an extra $.80/hr to do exactly what an LC route owner does. If you bid onto a walk and you want to transfer back to RLC because it's crap (and any walk you get as a 1-2 year will be garbage), your annual raise will reset. Meaning if your annual $1 raise comes every July 1st (as an RLC), you bid onto a route in September, then hate it and bid back to an RLC position in June, bam, you've lost 11 months of raise accrual. If it's a garbage walk which you have a shot at winning, chances are you'd end up covering it long term as an RLC at a higher rate anyway. If you are the lowest seniority route owner in the station and you lose a walk in a restructure, chances are you'll be forced back into an RLC role - there goes your annual raise as well.

Plus, as relief, there's the chance that you might get a high seniority walk due to injury, etc. Bid into a notoriously bad station and all of a sudden a 5 year RLC has first pick. Being an RLC going into a restructure is a good thing, you stand to get a nice long term walk from the beginning.

As for group 1, no, P04 positions (clerks and IA's) in depots are group 1 as well. LCA's (the people who put out parcels, mail, flyers and XX) are "inside" but they're still group 2. There are very few group 1 positions available in depots, most are high seniority and the rest are backfilled by people being accommodated for injuries. So yes, the bulk of the positions are available in the plant. You won't be getting a dayshift position for years though, get ready to work graveyard shifts in the parcel dock.

Just put in your time, take every week long vacation cover you can and hopefully you'll get a long term absence cover soon. If you're still getting day-to-day assignments as an RLC I'd consider moving to a lower seniority station. Unfortunately part of the job is slogging through crap for the first few years, there's really no way around it unless you get lucky.
Member
User avatar
Sep 19, 2004
399 posts
52 upvotes
it's very helpful. looks like I should stay as relief for a while.

Thank you so much!
Newbie
Sep 27, 2015
91 posts
17 upvotes
Toronto, ON
mikebc wrote:
Jan 12th, 2019 12:23 pm
If you know a route and you don't mind it then bid. Don't bid on any route just to be a route owner. Supervisors tell you to do this to fill holes in their wave, but it's not in your best interest in your first few years. And heeeeere's why...

As an RLC you get an extra $.80/hr to do exactly what an LC route owner does. If you bid onto a walk and you want to transfer back to RLC because it's crap (and any walk you get as a 1-2 year will be garbage), your annual raise will reset. Meaning if your annual $1 raise comes every July 1st (as an RLC), you bid onto a route in September, then hate it and bid back to an RLC position in June, bam, you've lost 11 months of raise accrual. If it's a garbage walk which you have a shot at winning, chances are you'd end up covering it long term as an RLC at a higher rate anyway. If you are the lowest seniority route owner in the station and you lose a walk in a restructure, chances are you'll be forced back into an RLC role - there goes your annual raise as well.

Plus, as relief, there's the chance that you might get a high seniority walk due to injury, etc. Bid into a notoriously bad station and all of a sudden a 5 year RLC has first pick. Being an RLC going into a restructure is a good thing, you stand to get a nice long term walk from the beginning.

As for group 1, no, P04 positions (clerks and IA's) in depots are group 1 as well. LCA's (the people who put out parcels, mail, flyers and XX) are "inside" but they're still group 2. There are very few group 1 positions available in depots, most are high seniority and the rest are backfilled by people being accommodated for injuries. So yes, the bulk of the positions are available in the plant. You won't be getting a dayshift position for years though, get ready to work graveyard shifts in the parcel dock.

Just put in your time, take every week long vacation cover you can and hopefully you'll get a long term absence cover soon. If you're still getting day-to-day assignments as an RLC I'd consider moving to a lower seniority station. Unfortunately part of the job is slogging through crap for the first few years, there's really no way around it unless you get lucky.
How is bid after restructure work? Do everyone in the station bid according to seniority (include all walk owners and RLCs in that station)?
Newbie
Sep 27, 2015
91 posts
17 upvotes
Toronto, ON
Another question, do we get $0.00 pay on that day when we use our personal day?
Sr. Member
Dec 13, 2016
701 posts
370 upvotes
mikebc wrote:
Jan 12th, 2019 12:23 pm
If you know a route and you don't mind it then bid. Don't bid on any route just to be a route owner. Supervisors tell you to do this to fill holes in their wave, but it's not in your best interest in your first few years. And heeeeere's why...

As an RLC you get an extra $.80/hr to do exactly what an LC route owner does. If you bid onto a walk and you want to transfer back to RLC because it's crap (and any walk you get as a 1-2 year will be garbage), your annual raise will reset. Meaning if your annual $1 raise comes every July 1st (as an RLC), you bid onto a route in September, then hate it and bid back to an RLC position in June, bam, you've lost 11 months of raise accrual. If it's a garbage walk which you have a shot at winning, chances are you'd end up covering it long term as an RLC at a higher rate anyway. If you are the lowest seniority route owner in the station and you lose a walk in a restructure, chances are you'll be forced back into an RLC role - there goes your annual raise as well.

Plus, as relief, there's the chance that you might get a high seniority walk due to injury, etc. Bid into a notoriously bad station and all of a sudden a 5 year RLC has first pick. Being an RLC going into a restructure is a good thing, you stand to get a nice long term walk from the beginning.

As for group 1, no, P04 positions (clerks and IA's) in depots are group 1 as well. LCA's (the people who put out parcels, mail, flyers and XX) are "inside" but they're still group 2. There are very few group 1 positions available in depots, most are high seniority and the rest are backfilled by people being accommodated for injuries. So yes, the bulk of the positions are available in the plant. You won't be getting a dayshift position for years though, get ready to work graveyard shifts in the parcel dock.

Just put in your time, take every week long vacation cover you can and hopefully you'll get a long term absence cover soon. If you're still getting day-to-day assignments as an RLC I'd consider moving to a lower seniority station. Unfortunately part of the job is slogging through crap for the first few years, there's really no way around it unless you get lucky.
Has anyone ever grieved that annual raise thing? That seems way outside the spirit of the agreement. I would never have bid to be a route owner if I knew my raise would be pushed back a few months and then pushed back again if I changed walks or bid back to relief. It doesn't make any sense why that would be the way it works. Also, literally no one has ever told me that that is the way it works.

One small quibble with what you wrote.. it's 54 cents more per hour. Not 80. 19.86 vs 20.40.

I'll be honest though. I regret bidding onto a walk. I like never not knowing what I'm doing but at this point I have seniority on basically every RLC and term in my depot. That extra $40 a check would make a real difference. It is tough though. I start at 8.. I'm really good at my walk. Over christmas, I probably made more than that $40 because I had tons of time to do OT that I might not have had on unknown walks. I'm leaning to having made the wrong choice though. I was on a long term abscence that I actually liked. We will likely have a restructure before the end of next year and I'm the lowest seniority route holder. Now, apparently over 50% of walks in station are over assessed so maybe that won't make a difference.. but who knows.
Member
May 22, 2015
386 posts
483 upvotes
Vancouver
Yes, it has been grieved many times. You get "1 raise" per year, therefore taking a pay cut from RLC to LC doesn't change your raise date -- but LC back to RLC will reset it.

What's really messed up is when you're first given permanent you're given LC rate. When you get your RLC position, bam, there's your raise. If you call payroll (AccessHR?) they'll confirm it, it's not a secret.

For this reason I personally think its a good idea to stay RLC until you're at max rate. Or at least be very choosy in what you bid on, because owning a bad route isn't doing the average employee any favours unless floating is absolutely driving them crazy.

The union is well aware this is going on. The union doesn't care about new employees. Look at all those terms hired after 2013 who went 4 years without a raise during the hiring freeze - was there any mention of retro top ups for them in the contract demands? There was an offer (from CP) to give new hires annual raises after 1000 hours, but for that group hired in those 4 years? Nothing.
Sr. Member
Dec 13, 2016
701 posts
370 upvotes
mikebc wrote:
Jan 12th, 2019 9:13 pm
Yes, it has been grieved many times. You get "1 raise" per year, therefore taking a pay cut from RLC to LC doesn't change your raise date -- but LC back to RLC will reset it.

What's really messed up is when you're first given permanent you're given LC rate. When you get your RLC position, bam, there's your raise. If you call payroll (AccessHR?) they'll confirm it, it's not a secret.

For this reason I personally think its a good idea to stay RLC until you're at max rate. Or at least be very choosy in what you bid on, because owning a bad route isn't doing the average employee any favours unless floating is absolutely driving them crazy.

The union is well aware this is going on. The union doesn't care about new employees. Look at all those terms hired after 2013 who went 4 years without a raise during the hiring freeze - was there any mention of retro top ups for them in the contract demands? There was an offer (from CP) to give new hires annual raises after 1000 hours, but for that group hired in those 4 years? Nothing.
So, going from rlc rate (which I was getting as a term) down to full time rate and then back up to rlc counts as a raise?

How the hell does that get through the grievance process?

Also, a year is a very well defined term. It can’t be one raise a year if they are putting you up and down and then calling it a raise.

In my situation, I guess it makes sense for me to wait until the date I was made permanent and then maybe go back to rlc. That way I would still get my raise.
Sr. Member
May 2, 2012
787 posts
410 upvotes
STONEY CREEK
mikebc wrote:
Jan 12th, 2019 9:13 pm
Yes, it has been grieved many times. You get "1 raise" per year, therefore taking a pay cut from RLC to LC doesn't change your raise date -- but LC back to RLC will reset it.

What's really messed up is when you're first given permanent you're given LC rate. When you get your RLC position, bam, there's your raise. If you call payroll (AccessHR?) they'll confirm it, it's not a secret.

For this reason I personally think its a good idea to stay RLC until you're at max rate. Or at least be very choosy in what you bid on, because owning a bad route isn't doing the average employee any favours unless floating is absolutely driving them crazy.

The union is well aware this is going on. The union doesn't care about new employees. Look at all those terms hired after 2013 who went 4 years without a raise during the hiring freeze - was there any mention of retro top ups for them in the contract demands? There was an offer (from CP) to give new hires annual raises after 1000 hours, but for that group hired in those 4 years? Nothing.
I admit, im on the old pay scale, so I’m not overly familiar with it, but regarding CUPW’s attitude towards it, this was in CUPW’s global offer to CPC:

“The elimination of the wage charts for employees hired after February 1, 2013 and the introduction of new wage charts with the lowest rate being 85% of the top rate and a 3% increment each year.

Temporary employees will progress through the wage charts based on working 1,000 hours in a fiscal year.”

Retro pay would be nice for employees in that range, but is it a reasonable request this far removed from when it was agreed to (forced) by us?
Member
May 22, 2015
386 posts
483 upvotes
Vancouver
If you go back through your paystubs you should see that your annual raise doesn't coincide with the day you got permanent. My raise came in May even though I got fulltime in March because I went a month before winning an RLC position. This should be the same for anyone, there will be a gap based on how long you were backfilling (as you get the LC rate as a backfill). You also won't get 2 rates on 1 paycheque, if your raise falls 2 days into a pay period you'll get the lower rate applied to that whole cheque.

When I said "1 raise per year", I meant per 12 month cycle. If you go to a higher wage within that 12 month cycle then the countdown resets (this only applies to rates in the chart, not premiums like nightshift).

AccessHR's number is 1 877 807 9090. They can tell you when you get your annual raise. You should know your raise date anyway, incase you wanted to go back to RLC then you'd need to wait for your annual pay bump before doing so. It also means that if you're going into a restructure and you think you might lose your route, you'd need to bid onto a route in another station to preserve your raise countdown.

Articles 35.02-04 covers how "acting" works, 35.08(a) is the actual article referenced in the declined grievances.

Promotion: (... when moving to a higher paying position...) "The anniversary date for pay increments will change to the effective date of the movement to the new function."
Last edited by mikebc on Jan 13th, 2019 9:55 am, edited 1 time in total.

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